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10 Tips for Managing Team Resistance

“If we do not change direction, we are liable to end up where we are headed” (Whitmore, 2006)

In my experience I’ve seen resistance, I’ve been resistant…….it always manifests with two forces at play, pain and pleasure and not much in between, except all the collisions between getting on board and getting off the boat.

We all know that resistance may be a sign of a loss, not enough information, lack readiness for change, therefore allow more time.

Two reasons for employee resistance, well there are more than 2, but they can be summarised here.

A lack of awareness about the change

Comfort with the ways things are and fear of the unknown.

Change is difficult…. Whenever we change one type of behaviour or situation to another we are losing something as well as gaining.

My research shows this loss can be difficult to cope with, no matter how unhelpful or productive the behaviour we are leaving behind. In order to sustain real and lasting change in the workplace we need to change our thoughts, feelings and behaviour. That is the challenge and resistance may be a symptom of it. Good news…there is a treatment for most anyway.

12 Reasons why employees resist change, in case you forgot

Past experience of change management failure

Lack of leadership

The individual's personal predisposition to change

Surprise and fear of the unknown

Climate of mistrust

Fear of failure

Loss of status and/or job security

Peer pressure

Disruption of cultural traditions and/or group relationships.

Personality conflicts

Lack of tact and/or poor timing

Not seeing the benefits

10 Tips to Manage ResistanceI’ll get to the point, as I know that you are eager to know the tips to managing team resistance.

Do change management right the first time

Expect it and plan for it

Address it formally and informally

Identify the root causes and remove, transfer or accept them

Engage the “right” resistance managers

Accept and understand it's about information, do not make it personal

Engage on matters of importance and significance to them and you

Make a change management plan, don’t make it up as you go

Engage the right leaders

Understand and prepare that people go through phases of change and resistance

BIG POINT,don’t label people resistant, you may not have provided them with enough information…..